The guidelines include:
- definitions of supervision, including clinical and managerial supervision
- the functions of supervision and how they fit with reflection
- information about reflective supervision and the values and theories underpinning supervision
- guidance on the role of supervisees, supervisors and organisations
- best practice standards regarding supervision frequency, duration, supervisor to supervisee ratio, supervisor training and supervision notes
- recommended reading for supervisors and supervisees who would like to know more about supervision
- examples of supervision agreement and care plans which can be used or adapted by the sector.
The standards were developed with the sector and while adhering to these standards is not mandatory, they are recommended as best practice.
The guidelines complement:
- existing supervision policies and procedures within the sector
- existing supervision professional development and training
- recruitment and induction procedures and processes, noting the importance of including interview questions exploring the applicant’s commitment to providing and/ or receiving supervision
- peak body practice standards, including Safe and Equal’s Code of practice: principles and standards for specialist family violence services for victim-survivors, the CASA Forum Standards of practice 2014, and the Men’s behaviour change minimum standards 2018
- the MARAM practice guides: guidance for professionals working with adults using family violence
- the shift to mandatory minimum qualifications for specialist family violence practitioners
- the Australian Association of Social Workers (AASW) Supervision standards 2014 and AASW Practice standards 2023
- Australian Community Workers Association Ethics and standards
- graduate programs which include a focus on supervision
- the Family violence experts by experience framework, which noted that a significant number of family violence practitioners have experienced family violence and further discussions about how to value and harness the strengths and insights of the workforce’s lived experience was required
- a culture reinforcing the health, safety and wellbeing of workforces and the online Family violence, prevention and sexual assault health, safety and wellbeing guide and Safe and Equal’s Self-assessment tool
- the Family violence capability frameworks for prevention and response
- access to debriefing and Employee Assistance Programs (EAP)
- collective advocacy to help transform unfair systems and practices, which plays a role in supporting workforce sustainability and retention
- other key workforce projects, research into workforce development and broader community services workforce development initiatives.
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